Our Contract

Article I explains who is included and excluded from the bargaining unit, for which MPCTA will negotiate.  Our bargaining unit includes:

• Instructional faculty

• Counselors (including Counselor Coordinators)

• Librarians

• Certificated learning support faculty

• Division chairs

Our bargaining unit excludes:

• Any part-time faculty member whose teaching load is less than 10% of a full-time faculty load (less than 1.5 teaching load units) and lasts for fewer than 3 weeks

All new academic positions are assigned to our bargaining unit, unless they are designated as an educational administrator.  MPCTA agrees to work toward resolution of any disagreements about new or redefined positions within 30 days or seek resolution with the Public Employment Relations Board.

The District agrees to provide MPCTA with 10 days of notice, if they choose to replace a bargaining unit member by contracting services with an outside vendor.

Both MPCTA and the Monterey Peninsula Community College District (MPCCD) agree not to illegally discriminate against members of the bargaining unit and members of the Governing Board based on:

• Race

• Color

• Ancestry

• Creed

• Religion

• Age

• Sex

• National Origin

• Political belief or affiliation

• Domicile

• Marital status

• Sexual Orientation

• Physical disability (including HIV status)

• Mental disability

• Medical condition

• Family Relation to other employees or members of the Governing Board

This article describes how MPCTA will negotiate subsequent collective bargaining agreements (CBAs).  The steps are as follows:

• Either party, if they would like to change contract language, must alert the other party in writing that the would like to enter negotiations.  This must happen at least 120 days before the current CBA expires.  The current MPCTA contract expires on June 30, 2025.

• Once written notice has been provided, MPCTA prepares a sunshine letter describing proposed changes and submits it for public review at meetings of the MPC Board of Trustees.

• The MPCCD must also submit initial proposals for public review.

• Negotiations begin at a mutually agreeable time.  MPCTA can send a reasonable number of representatives to bargain with MPCCD, and these representatives may receive reassigned time, as allocated by the MPCTA executive board.

• Both bargaining teams may use the services of consultants.

• When a tentative agreement is reached, members of MPCTA will have up to 14 days to vote to approve or not.  If MPCTA members approve, the agreement will be submitted at the next meeting of the MPC Board of Trustees for their approval.  These timelines may be shifted by mutual agreement.  

• All matters negotiated by MPCTA and MPCCD should be included in this agreement.

• In the event that MPCTA and MPCCD disagree about the interpretation of the CBA, the organizational presidents may meet in hopes of resolving the disagreement.

MPCTA is a labor organization that is entirely independent from the college, but we have certain rights on the college campus, including:

• We can interact with members at "reasonable times", which do not interrupt college processes and student service

• We can post materials to bulletin boards in division offices, the administration building, Marina and Seaside offices, and in the LTC faculty lounge

• We can use copiers and other equipment, so long as we pay for the materials used

• The MPCCD is required to provide us with information, including the names and contact information for everyone in our bargaining unit

• **Article 4.5 describes how faculty might engage in peer evaluation and scheduling without entering into supervisory relationships- if you are faculty (even PT) your ACTUAL supervisor will never be a faculty member

• The college agrees to provide an on-campus office for MPCTA (currently in the Music building!)

Although you pay dues to the National Education Association, California Teachers Association, and to our local organization when you join MPCTA, the deduction for these dues will be made by the MPCCD as a part of the payroll process.  To ensure this happens, your membership form is provided by MPCTA to our college payroll office.  

• MPCTA agrees to "hold" the MPCCD "harmless" in the event of errors in implementation, unless the result from "negligence"

• MPCCD agrees to remit dues to the California Teachers Association within 15 days

• MPCTA agrees to provide any information that may help the MPCCD to implement payroll deductions

• MPCCD may also process deductions for other legally authorized plans and programs 

The grievance process is used to create resolution, in the event that a member of the MPC faculty believes that the contract language is not being correctly applied to their employment.  In order to file a grievance, MPCTA must always be able to identify an article and section of the CBA that is being misapplied.

• This provision of the contract includes many definitions, which may be useful to those going through the grievance or complaint procedures

• The existence of a grievance is generally regarded as confidential, except by mutual agreement of MPCCD and MPCTA

• You can access the grievance forms on the MPC intranet, in the HR space

• Generally, grievances must be filed within 10 days after you become aware of the contract violation, but for ongoing violations of the contract, including errors in pay, this time limit may not apply

• Under some circumstances, similar grievances may be filed together in which case there would be multiple grievants and one shared settlement.

• Generally, grievances are filed WITH a person's immediate supervisor, which for most faculty will be a dean.  Grievances, even those that may involved another faculty member's actions, are NEVER filed with a faculty member or classified professional.

• Violations of articles 3, 4, 5 are not resolved through the grievance process, but rather by the superintendent/ president or through appeal to the Public Employment Relations Board (PERB).

• Both MPCTA and MPCCD encourage people to attempt to resolve grievances informally, if possible.

• Level I: Requires a formal written grievance filed using form, and including reference to what provision of the contract is being violated.  Within 10 days the administrator receiving the grievance will meet with the person(s) who initiated the grievance and issue a written decision. 

• Within 15 days, the Level I decision may be appealed to the VP who supervises the Level I administrator.  Within 10 days, the Vice President will meet the person(s) who initiated a grievance, if requested by either party.  The Vice President has an additional 10 days to issue a written decision.  

• The Level II decision may be appealed to the superintendent/ president.  This appeal must be filed within 15 days.  The superintedent/ president is not required to meet with the person(s) who filed the grievance, but may do so.  They then have 10 days to issue a written decision.  

• After this Level III decision, at MPCTA's discretion, mediation may be requested to resolve the grievance.  This decision must be made within 15 days.  If mediation is unsuccessful, arbitration may also be used.

The complaint process, which is outlined in this article is largely similar to the grievance process with one key difference.  Complaints are filed regarding workplace concerns that do NOT include a claim that the collective bargaining agreement is being violated.  

• The first step includes an informal conference with the person who has direct responsibility for the process.  This person may be a fellow faculty member, for instance a division chairperson or coordinator.

• The second step is a written complaint to the supervisor of the person who participated in the informal discussion from the first step.  

• The third step involves presenting the complaint the superintentdent/ president.

• Finally, written complaints may be submitted to the Board of Trustees for action. 

This article addresses the amount and use of our several different forms of leave, including:

• 8.1 Sick leave:  Full-time faculty accrue 10 days per year.  Those working extended years earn additional leave at a rate of 0.25 days per additional week.  Part-time faculty earn a proportional amount of leave based on their load.  The sick leave deduction shall be the number of hours missed divided by the number of hours per week (30 for full- time faculty).  Faculty must inform their supervisor and division office of an absence at least 2 hours before, if at all possible.

• 8.1.7 Extended Illness Leave:  In the event a faculty becomes ill and has used all available sick leave, Ed. Code provides for an additional 5 months of leave paid at approximately 50%.

• 8.2 Catastrophic Leave:  In the event a faculty member has used all available sick leave and received 5 full months of extended illness leave, the District and MPCTA may work together to call for donations.  Faculty with at least 10 days of leave may then donate no more than 5 days of leave to the individual on catastrophic leave.  Donations are final, even if the individual in question does not use all donated days.

• 8.3 Personal Necessity:  Sick leave may also be used for personal necessities, which includes death or illness in the family, accidents involving person/ property, court appearances, personal business.  24 hours of notice should be provided if possible when using personal necessity leave.

• 8.4 Kin Care Leave:  Up to half of your annual accrued leave can be used to care for a family member who is ill (no more than 5 days per year).

• 8.6 Family and Medical Care Leave:  Provides 12 weeks of leave for faculty who must care for a new child, care for an ill family members, or who are themselves ill and unable to work.  This leave is paid, so long as the faculty member has accrued leave, and unpaid once leave is exhausted. Faculty members who have worked at least 1250 hours in the previous year, unless using as parental leave.  Documentation is required.  District requires 30 days of notice, if foreseeable.

  • In the event, family and medical care leave is anticipated, a faculty member may bank an additional 3 TLUs to offset the need for leave.

• 8.7 Pregnancy Disability Leave:  Provides leave for an amount of time determined by a physician for recovery from pregnancy, miscarriage, abortion, or childbirth.  Leave may be paid, so long as the faculty member has sick leave, and is unpaid thereafter.

• Industrial accident and illness leave (8.5),  bereavement leave (8.9), jury leave (8.10), military leave (8.11), exchange teaching leave (8.12), conference and meeting attendance leave (8.13), leave of absence for educational improvement (8.14), government service leave (8.15), and sabbatical leave (8.16) are also discussed.

This article addresses medical, dental, retirement, life insurance, and other benefit programs.  

• The District pays the full cost of the benefits package outlined in this contract

• MPCTA and MPCCD agree to form the Health and Welfare Cost Containment Committee to manage the benefits package and seek options to reduce cost.  Meetings may be scheduled and facilitated by either party, and recommendations shall be made to the Chief Negotiators of both the District and MPCTA

• Changes to the health care administrator and/or carrier requires approval by the MPCTA member and Board of Trustees

• Benefits include:

  • Health insurance plan for employee and dependents

  • Dental insurance for employee and dependents

  • Vision insurance for employee

  • Decreasing term life insurance 

  • Salary protection insurance

• Increasing cost of benefits "is necessarily considered" as a part of discussions about salary increases

• To be eligible for benefits, a contractual employee must be working at least a 50% workload or on an approved leave.  Part-time employees must work more than 67% of a full-time workload to be eligible for these benefits.

• Retiree health care benefits are described in 9.6, while medical benefits continuation for persons retired on disability is described in 9.8.  COBRA benefits, which allow continued coverage for dependents in the event of divorce or death are described in 9.9.

• Protection against property damage and a discounted rate for childcare at the MPC lab school are also found in this article.

It is the intent of the District to provide a safe workplace.  Faculty members should report any unsafe conditions and may be asked to sign out keys.  This article cannot be grieved.

Faculty work years are as follows:

• Most faculty will work a 175.5 day work year.  Faculty are expected to be on duty for 16 weeks during the Fall term and 16 weeks during the Spring term.

• Non-instructional faculty may work:

  • 30 hours per week for 17 weeks, if working an extended work year OR

  • 32 hours per week for 16 weeks, if working the 175.5 day work year

• Extended work years apply to the following faculty groups:

  • Counselors, who work 185.5 days per academic year

  • Counselor Coordinators, who work 215.5 days per academic year

  • Full-time Head Coaches, who work 190.5 days per year

• MPC will include 10 flexible calendar days for professional growth and 1/2 day for graduation.  Activities that fulfill the flexible calendar requirement are described in article 11.3.1.1

• Part-time faculty and full-time faculty working overload may claim flex hours, by completing the form provided by HR, equal to their weekly number of hours worked.

• Counselors are not required to work the flexible calendar, but the District agrees to make every attempt to include them.

• The academic calendar shall be determined by the Academic Calendar Committee, on which the MPCTA president sits, and approved by the Board of Trustees.

• Full-time faculty must provide their own robes, but the District agrees to provide academic gowns, hoods, and motarboards for part-time faculty, but their attendance is otherwise uncompensated.

This article lists all holidays, as well as how weekend holidays will be scheduled.  

Among faculty at MPC, a tranfer refers to a change of assignment that results in working in a different discipline and/or instructional support area.

• In the event that a faculty member wishes to initiate a transfer, they will need to make an initial request to your supervisor, likely a dean.  Seniority may play a role in the final decision regarding the transfer.  If a voluntary transfer is denied, the college will if requested provide reasons in writing.

• Transfers may be initiated by the district at the beginning of a semester, and they will not be deemed involuntary if:

  • The faculty member has taught in the discipline within 5 years

  • There will not be a substantial change to workload

• Involuntary transfers shall not result in loss of salary, benefits, or seniority rights

• Employees who are laid off may retain preferential rehire rights, which are described in 13.4.

This article outlines the committee structure, timeline, required materials, and procedures for evaluating faculty at Monterey Peninsula College.  As far as possible, the processes are similar for all faculty, but committees do vary across the 5 types of evaluations:

• Evaluation after Tenure

• Tenure review 

• Part-time faculty evaluation

• Evaluation of division chairpersons

• Evaluation of faculty seeking a new faculty service area

Generally, evaluations follow a similar timeline, with minor differences that reflect schedule, assignment type, and seniority.  All evaluations include completion of a self-evaluation and collection of student surveys.  MPC has also adopted reciprocal evaluation of newer part-time faculty (through year 4, with satisfactory outcomes) and tenure-track faculty.  Reciprocal observation means that tenure committees invite observation of their own teaching practice, in addition to observing more recently hired colleagues.

Faculty Evaluations result in the following outcomes:

• Satisfactory

• Needs Improvement

• Unsatisfactory

MPC faculty evaluation committee complete biannual training via a Canvas course.

MPCTA may request information regarding evaluation outcomes to ensure equity of this process.

Complete timelines can be found in Article 14.

Full time faculty load at MPC is defined in terms of teaching load units (TLUs), which are used to describe both instructional and non-instructional assignments.  Full-time faculty are generally expected to work an assignment equivalent to 15 TLUs.  Load is calculated as follows:

• 1.0 credit or non-credit lecture hour = 1TLU

• 1.0 credit or non-credit laboratory hour = 0.8335 TLU

• 1.0 credit or non-credit studio hour = 0.8335 TLU

• 1.0 hour of non-instructional faculty service = 0.5 TLU

Combinations of instructional and non-instructional assignments are allowed, as is load balancing under some circumstances.  In the event that a faculty member is underload in any semester, they may make up the missing TLUs over the following 2 semesters.  Underloads may also be resolved through an additional non-instructional assignment or during the summer or early spring (with dean approval).  

Overloads are also allowed, but require the approval of a Vice President if they exceed 6 hours per week.  Overloads of larger than 6 hours per week may be permitted if a hire has been conducted without securing a qualified and available candidate or if it results from associated lecture and laboratory sections.  Overloads may be paid using the hourly rate from salary schedule B, but faculty can also choose to "bank" up to 3 TLUs for use in a future semester.

Teaching a class with high enrollment entitles a faculty member to additional TLUs, to ensure faculty can support the larger number of students.  These additional TLUs are as follows:

• 60-89 students= 1 TLU

• 90-119 students=2 TLUs

• 120-149 students= 3 TLUs

• And so on...

Part-time faculty who teach large classes are paid additional hours, according to a similar pattern:

• 60-89 students= 1 additional hour per week

• 90-119 students=2 additional hours per week

• 120-149 students= 3 additional hours per week

• And so on...

In the event a faculty member has 4 or more course preparations in their full-time load during one semester, they will receive 1 additional preparation TLU.

In Exhibit F, there is a full account of the courses that receive supplemental workload factor, commonly called grading factor.

Faculty members who teach independent study will be paid a $150 stipend, while those who teach COOP may opt to receive a $150 stipend or 0.12 TLU.

Instructional faculty should be on campus at least 18 hours per week, while non-instructional faculty should be on campus for 24 hours per week.

Minimum class size shall be 15, except for learning skills classes, which shall have a minimum class size of 12.  Maximum class size shall be set by department chair, division chair, and dean, and shall reflect the classoom capacity and configuration.

Concurrent courses are those which may have unique section numbers, but are taught simultaneously.  They are permitted in some limited instances, for example:

• Cross-listed courses

• Sequenced courses (for example, those with a A, B, C label)

• Identical credit and non-credit courses

• Among other instances outlined in article 15.11

Classes may be cancelled by MPCCD, which should make the decision with student progress and impact to programs in mind.  

Office hours last for 50 minutes, and full-time instructional faculty are expected to hold 5 per week.  Part-time faculty are paid a small stipend for 2, 4, or 6 hours per semester depending on their load.

Faculty should be on campus for all those days on which they have an on campus responsibility.  Faculty do not need to be on campus when not on contract.

Article 15 also includes information about how faculty are paid to prepare for flexible calendar presentations (2x the length of the presentation), provides for a $60 rate when faculty are required to attend meetings outside the contract year, and requires MPCCD to provide a complete accounting of all release time provided to faculty by October 1 of each year.

Faculty discipline shall be conducted in accordance with CA Education Code.

There are two faculty salary schedules.  Schedule A describes the salaries of full-time contracted employees, while schedule B describes the hourly rates for part-time faculty and faculty who are working overload.  

Faculty members with doctorates receive an additional stipend, as do those with multiple master's degrees.

Article 16.2 described the process by which faculty member's column and step are verified using transcripts and employment records.  A faculty member can move to a higher column by pursuing additional education AFTER receiving approval from MPCCD.  Those who work in programs with a CTE top code may also move from one step to another by gaining years of industry work experience AFTER receiving approval from MPCCD.  If a faculty members proposal for column advancement is denied, they may request a written explanation.

Part- time faculty must complete the professional growth form, found on the HR intranet space, to advance beyond steps 3 and 7.

In the event a faculty member receives an Unsatisfactory evaluation outcome, they will not receive step increases.  If they receive a Satisfactory evaluation within 12 months, they may earn the step increase at that point.

Full time faculty may receive credit for up to 5 years of prior experience, being placed somewhere between steps 1 and 6, depending on their years of experience.  Specific guidance about what types of experience count towards step placement can be found in article 16.2.6.

All part-time faculty are placed at step 1 when hired.

Step advancement on salary schedule A occurs after each year a faculty member has been employed so long as there is an available step within their column.  Advancement on salary schedule B occurs upon completion of 100 hours of employment, with no more than 2 step increases in any single year.  Professional growth requirements must be met for part-time faculty to receive regular step increases.

Part-time faculty can audit MPC courses in order to fulfill their professional growth requirement.

MPCCD may withhold pay if grades, roster, and college property are not submitted, so long as two weeks of notice has been provided.

In the event a class is cancelled, part-time faculty member and those working overload may be paid for the hours the class met.  In the event that the cancelled class is online, a faculty member will be paid for the first week.  Such faculty are also paid in the event of a campus closure.

The 5 year plan is described in Article 16.6.

MPC faculty can receive additional pay for some foreseeable categories of extra work, including:

• Overload assignments, special projects, taking on duties outside the instructional year

• Completing more than 4 classroom observations, as a part of the faculty evaluation process

• Extended work year and positions with reassigned time, which are outlined in Exhibit B (includes division chairs, Academic Senate president, etc)

• Coaching assignments receive compensation as outlined in Exhibit A, with an additional $1500 stipend if a team's playing year is extended by playoffs, etc.

• Assignment as a faculty mentor for new tenure-track faculty

• Instruction of a bilingual course, other than language courses.

Faculty members may resign by submitting a letter of resignation to the superintendent/ president.  This letter should be addressed to the Governing Board. Full-time faculty should submit such letters early in the Spring semester.

The retirement process is largely managed through state retirement systems (STRS, most frequently, or PERS).  For a maximum of 4 years after retiring, faculty may teach at an inflated rate, as outlined in 18.3.3.

Full-time faculty may reduce their workload from a full-time load to a part-time load, while continuing to secure full-years of service credit.  In order to qualify for this reduced service program, a faculty member must have:

• MPCCD approval

• Have worked in public education (not necessarily at MPC) for 10 years

• Be at least 55

Faculty member must submit request during the first week of the preceding semester to the superintendent/ president.  After the first year of reduced service, an employee may choose to return to full-time status, by contacting the superintendent/ president within the first week of the preceding semester.

Specific terms for this reduced service agreement are laid out in article 19.7.  Faculty member will be required to retire after no more than 7 years of reduced service.

This article addresses the rights of part-time faculty.  While it does not that all part-time instructors shall be notified of all full-time faculty positions that become available, the primary content of this article is reemployment process.

HR will produce and maintain seniority lists by discipline, which may be reviewed by part-time faculty members once per year.  Reemployment preference provides that part-time faculty members who have been employed consistently for 4 years and received satisfactory evaluation outcomes shall have preferential placement for classes for which:

• they have relevant education preparation or recent relevant work experience

• are available

Even when a faculty member has reemployment preference, an offer to teach a course may be withdrawn if:

• the part-time faculty member is not available

• the instructor received an unsatisfactory evaluation outcome and/or more than one unsatisfactory evaluation outcome

• the class is cancelled or combined with another section

• if the class is needed for a full-time faculty member to make load

• there is a contrary law

• there is a specific or identifiable need identified by MPCCD

• student complaints warrant reevaluation after an investigation

Withdrawal of a course cannot be grieved.  

A faculty member may also lose reemployment preference as a result of poor evaluation outcomes, incomplete assignments in prior semester, faculty member is absent from the workplace without notice, or for a variety of reasons outlined in article 20.7.

If a part-time faculty member does not have reemployment preference, they may not be offered future contracts without a cause, as they serve at the pleasure of the Board of Trustees.  All part-time faculty may be disciplined, according to the procedures outlines in 20.8.

Monterey Peninsula College has a $25,000 health care fund, from which any part-time faculty member can request a $250 reimbursement for health care premiums and/or expenses.

If you believe this article applies to you, please reach out as MPCTA has been trying to ascertain whether this contract article can now be removed.

All conference travel must be authorized by the superintendent/president, using the form provided by MPCCD.  "Actual and necessary" expenses for such travel shall be reimbursed.

Faculty may also be reimbursed for driving a private car on such travel and may also receive reimbursement for mileage if required to work at more than one college site during one day.

This article defines the roles and compensation for both division and department chairs.  

Division chairs shall be selected through a two step process:

• During the first division meeting of the Spring before the division chair position becomes vacant, the division members shall select two potential division chairs (if possible) to forward to administration

• Superintendent/ president will select from among the options, if more than one exists

Division chairs serve for 3 years, and may serve up to 2 consecutive terms.

Division chairs are compensated through reassigned time (based on the number of full and part-time faculty in the division), extended work year with 5 additional days of pay, and 7 days of compensatory time-off.  

Division chairs are responsible for a large number of coordination responsibilities, including:

• 23.3.1 Staff Coordination, including facilitating committee assignments and division meetings

• 23.3.2 Planning, including coordinating schedule development and program review

• 23.3.3 Budget management for divisional budgets

• 23.3.4 Curriculum development, including review of curriculum revisions

• 23.3.5 Communication, including representation of the division in AAAG and some other committees

• 23.3.6 Ensure adherence to policy among division members

• 23.3.7 Additional responsibilities, including participating in outreach and marketing efforts

• Division chairs are required to be on campus in the evening of the first week of the Fall and Spring semester, as well as the first day of early spring and the first two days of the summer session.

Division chairs may be provided orientation.

Division chair reassigned time is factored as outlined in article 23.7.4.

Division chairs will seek advice of MPCCD administrators if they have a question about the interpretation of the CBA, but may also seek counsel of MPCTA.

Department chairs serve for 2 years, if there are more than 1 full-time instructor in the program.  Under most circumstances, if there is only 1 full-time instructor within a program that instructor will serve as the department chair.  Elections for department chair should include all full-time and part-time faculty within a department.

Department chairs have a variety of roles, including:

• Communication throughout the department

• Schedule development

• Curriculum maintenance

• SLO assessment and program review

There are an additional set of responsibilities for department chairs of programs with a CTE top code, including:

• Analyze workforce data

• Maintain community advice board and hold routine meetings

• Identify opportunities for students

Department chair stipends are outlined in 23.9.4.1 and there is an additional $500 CTE Chairperson stipend.

In the event thay there are legal changes that require changes to working conditions, MPCCD will provide notice to MPCTA, which may choose to bargain the effects of the change.

In the event a provision of this contract is found to be illegal, that provision will be regarded as invalid and no longer in effect.

This article describes the right of the Board of Trustees to direct the work of college employees.  

Faculty service areas (FSAs) apply to full-time faculty and are used to facilitate reductions in force (RIFs), which is the Education Code terminology for lay-offs.  Every full-time faculty member is assigned an initial faculty service area, upon hire.  Faculty may apply for additional FSAs, so long as they meet minimum qualifications, as outlined by the Chancellor's Office, and they have taught within the program.

This article functions as a list of general responsibilities of all faculty, including:

• Instruction according to the course outline of record (CORs)

• Submit census rosters, positive attendance records, and submitting grades

• Assessing student learning outcomes (SLOs)

• Communicate with students in a timely manner

• Participate in evaluations

• Participate in required trainings

• Provide equitable services for all students

• Maintain any required licenses

• Comply with Board policy and legal requirements

Full-time faculty will also:

• Participate in meetings with departments and divisions, committees, and other roles in shared governance

• Maintain a current and cutting edge curriculum

• Hold office hours

• Engage in necessary data analysis

Faculty maintain intellectual property rights for the educational materials they create, so long as they were not paid by MPCCD to create the materials.

Course outlines of record are the property of MPCCD, while syllabi are the intellectual property of the instructor.

Faculty member have the right to determine how to most effectively teach course content.

This article defines distance education, and it provides 1 TLU to a faculty member who is teaching a course online for the first time (at the college, not per instructor).

The current contract expires on June 30, 2025.